VOLUNTARY AGREEMENT BETWEEN TANZANIA TELECOMMUNICATIONS COMPANY LIMITED AND TELECOMMUNICATIONS WORKERS UNION OF TANZANIA ON INDUSTRIAL RELATIONS MACHINERY
This Agreement is made this 14th day of May 2007 between the Tanzania Telecommunications Company Limited (hereinafter to be referred to as the Company)
on the one part and Telecommunications Workers Union of Tanzania (herein after to be referred to as TEWUTA) on the other part.
WHERE AS
1.0. Both parties, and after discussions upon mutual agreement have agreed to form and maintain partnership arrangement and good industrial relations between themselves in terms of the Employment and Labour Relation Act No. 6 of 2004 (ELRA) for the benefit of the employees, the company and the Nation as a whole.
1.1.0. The Company and TEWUTA have mutually agreed to jointly discuss and consult each other for purposes of maintaining partnership and good industrial relations on the principles and arrangements as follows:
1.1.1. THAT, the objective of this Agreement is to guide both parties into discussions and consultations on terms and conditions of work, productivity, rights, privileges, benefits and duties of the employees of the Company and to urge the importance of cooperation and good industrial relations for purposes of providing sustainable quality services.
1.1.2. THAT, both parties shall strive to ensure that any industrial dispute facing an individual employee, a group of employees or the employees or the Company is dealt with/discussed jointly for purposes of reaching an amicable settlement by both parties.
1.1.3. THAT, any agreement entered into between the parties shall be explained explicitly and in a well understandable language to both parties to this Agreement.
1.1.4. THAT, where any provision of this Agreement conflicts with any written law (s) of the land in force or any Government directive or rules or regulations pertaining to the company or the employees, that written law (s) or Government directive shall prevail.
Provided that, in such a case both parties shall meet and deliberate on the implementation of the matter at stake.
1.1.5. THAT, the parties endorse the principle of freedom of association contained in section 9 (1) of the ELRA and recognize the right of employees to belong to the union of their choice and no any action shall be taken by either party to interfere with such rights.
1.1.6. THAT, the Employer recognizes the right of TEWUTA to run its own affairs in accordance with its constitution, and to work for improved conditions of employment for its members. In doing so, the union will comply with the terms of this Agreement and any other agreement (s) between the parties if any, as well as any obligation (s) imposed by law.
1.1.7. THAT, the party hereto undertake not to discriminate either party on any ground prohibited by section 7 (4) of the ELRA or any other arbitrary ground.
1.1.8. THAT, the Employer's management and TEWUTA National leadership including field branch representatives, undertake to encourage their constituencies to act in the following ways:
(i) To treat one another with respect and courtesy
(ii) To act in ways that develops trust and mutual understanding.
(iv) To work as a team and partners in finding solutions which benefit the company and its employees respectively.
2.0 INTERPRETATION
In this Agreement, unless the context otherwise requires or in any other written law in force:
2.1 Labour Officer - means Labour Officer as defined by the Labour Institution Act No.7 of 2004
2.2 Council - means the Central Joint Industrial Council involving the Company on one part and TEWUTA on the other part formed to negotiate and deliberate on the terms of service, employment procedures, privileges, schemes of service, salary structure of the employees as well as rights and duties of the employer and the employees as provided under section 66 (b).
2.3 Bargaining agent - means a registered trade union that represents the majority of unionized employees in the Company.
2.4 Member - means representative from TEWUTA or Management of the Company selected to attend to the Council and it includes the Chairperson and Vice Chairperson jointly appointed by the parties but does not the Secretaries of the Council.
2.5 Invitee - means any person who is not a member of the negotiating council invited to attend the council’s meeting for any technical or expert opinion or as observer.
2.6 Board of Directors - means the TTCL Board of Directors.
2.7 Majority Trade Union - Means any Trade Union representing greater number of employees in the company For the purpose of this Agreement is TEWUTA.
2.8 Minority Trade Union - means any Trade Union representing lesser number of employees in the company.
2.9 Right - means the entitlement of employee(s) or employer in accordance with an employment contract, terms and conditions of service, as provided under any other written law in force.
2.10 Department - means any administrative section at TTCL Headquarters.
2.11 Labour Commissioner - means the Labour Commissioner as appointed under section 43(1) of the Labour Institution Act No.7 of 2004.
2.12 The Company - means the Tanzania Telecommunications Company Limited (TTCL).
2.13 Zone - means any TTCL Business/Administrative clusters outside headquarters undertaking TTCL business affairs and may be constituted by more than one TTCL business region.
2.14 Secretary General - means the Secretary General of TEWUTA or the Chief Executive of TEWUTA or a duly authorized officer appointed to represent the Chief Executive of TEWUTA or act on behalf of TEWUTA Chief Executive.
2.15 Arbitrator - means a person appointed under section 19 of the Labour Institution Act No. 7 of 2004 to resolve and decide on labour disputes.
2.16 Mediator - means a person appointed under section 19 of the Labour Institution Act No. 7 of 2004 to assist parties in labour dispute to reconcile the dispute themselves.
2.17 Employment and Disciplinary Authority - means Board of Directors or the Management with delegated powers to employ and discipline on behalf of the Board.
2.18 Terms and Conditions of Service - means Rules, Regulations, Agreements, HR Policies and Labour Laws applicable to TTCL Employees.
2.19 Management - means the Company Chief executive officer, or any other senior person duly authorized to act on behalf of the Chief executive officer in any particular matter whether under powers expressly delegated or not.
2.20 Privileges - Means any remuneration provided to employee(s) as an incentive to his/her/their employment.
2.21 Employee: means any person who has entered into contract of employment with the Company to perform the Company assignments as specified in the employment contract.
2.21 Employer: means the Board of Directors or any other person with duly delegated powers or authority to act on behalf of the Board.
2.23 Industrial dispute - means a non-reconciled situation over an issue/matter concerning an individual employee or a group of employees or all employees of the Company.
2.24 Strike - means the cessation of work or an interruption of work or performance of work on a go-slow basis by employees as a means of compelling an employer or any person or body of persons employed to accept or not to accept terms or conditions affecting employment.
2.25 Head of Department - means the Officer In charge of a Division or Directorate of TTCL.
2.26 Area/Zonal Manager - means a TTCL Manager in charge of the Company operations in the designated business area.
2.27 Chief Executive Officer - means the TTCL overall in charge Officer appointed by the Board of Directors to oversee the day to day management of the company operations and affairs.
2.28 Salary - means a wage or payment made to the employee as a compensation for the services rendered to the company in accordance with employment agreement/contract.
2.29 Labour Laws - means all labour legislations operating in the United Republic of Tanzania.
2.30 Government - means the Government of the United Republic of Tanzania.
2.31Minister - means Minister for the time being responsible for labour.
2.32 Parent Ministry - means a Ministry in the Government of the United Republic of Tanzania for the time being responsible for Communications.
3.0. RECOGNITION
Pursuant to the aforementioned matters provided in the Preliminary part of this Agreement:
3.1.0 THE COMPANY
3.1.1 Recognizes and understands that TEWUTA represents the majority of employees in the Company and has exclusive bargain rights on matters regarding terms and conditions of employment which include Schemes of Service, Salary Structure, Fringe Benefit, Retrenchment Package and Human Resource Policies and Regulations for employees until such time when the majority status changes to disqualify it from being an exclusive bargaining agent.
3.1.2 Recognises and understands that, TEWUTA Field Branch leaders are legal representatives of TEWUTA at the places of work and that, they shall perform their duties in accordance with the provisions of the Employment and Labour Relation Act No. 6 of 2004 and its amendments thereof.
3.1.3 Shall permit TEWUTA Field Branch leaders to attend meetings, seminars or any other sessions relating to TEWUTA without causing unreasonable interruption to performing the duties and responsibilities attached to their positions in their respective work places and without losing any right or privileges in their services as stipulated in the Employment and Labour Relations Act No. 6 of 2004.
3.1.4 Shall provide a suitable office and furniture to the Field Branches for use by TEWUTA as stipulated in the Employment and Labour Relations Act No. 6 of 2004.
3.1.5 Unless it is so agreed upon, the Chairman and Secretary of the Field Branch of TEWUTA shall not be transferred to another workstation without there being prior consultations and agreement between the management and the office of the Secretary General, while the transfer of other Field Branch representatives there has to be consultation with Chairperson and Secretary of respective branch.
3.1.6 Shall deduct membership fee and contributions from the salary of such members at a rate to be fixed by the Union and submit such fees and contributions to TEWUTA.
3.1.7 Management shall deduct agency fee charges from the employees who are non members of any other trade union and submit such fees to TEWUTA pursuant to section 72 of the Employment and Labour Relations Act No. 6 of 2007.
3.2.0 TEWUTA:
3.2.1 Recognises and understands that, the Company is the lawful employer of all employees including those who are unionized and that the Company has the right to manage its affairs and business in accordance with Memorandum and Articles of Association, the provisions of the law that established it and any other related law
3.2.2 Recognises and understands that all employees in the company including union leaders have the obligation to abide by company’s operating policies, procedures, processes, regulations and guidelines issued and amended from time to time.
3.2.3S hall at all times strive to work transparently and honestly with, respect, advice and cooperate with the employer in the ways and manners that promote harmony, team work, efficiency and productivity in the company;
3.2.4 Shall make available to the Company, names of all Union leaders as representatives in the Company and any change thereof from time to time;
3.2.5 Recognises that, in the event TEWUTA leader has to perform some duties pertaining to the Union business during hours of work a prior permission has to~be-sought-from the respective head of department or any other duly authorized officer.
3.3.0. BOTH PARTIES
3.3.1. Recognise and accept that, both the employer and employees have an obligation to ensure they provide high quality services to the customers and should all the time strive to increase productivity to achieve the set targets as agreed between themselves for the benefit of the parties and the shareholders.
3.3.2. Recognise that, they are duty bound to ensure that while discharging their duties they should comply with laws of the Land, operating policies, procedures, regulations, guidelines, job descriptions, work instructions, manuals and any voluntary agreements in force.
3.3.3. Recognise the establishment of the Forum for workers Participation at work places pursuant to section 73 of Employment and Labour Relations Act No. 6 of 2004.
4.0. REPRESENTATION ARRANGEMENTS
4.1. COUNCIL - In consideration of the membership of the Council as shown in Annex "A” to this Agreement together with the organizational structure of the Company and as may change from time to time, representation and communication for purposes of settling Industrial Disputes between the Company and TEWUTA shall be as stipulated under articles 4.2.1 and 4.2.2.
4.2 INDUSTRIAL COMPLAINTS SETTLEMENT
4.2.1. EMPLOYEE(S) DISCIPLINARY COMPLAINTS.
All employees including employees in Unguja and Pemba shall be dealt with by both parties in accordance with the employment and Labour Relations Act No.6 of 2004.
4.2.2. NON-DISCIPLINARY GRIEVANCES.
None disciplinary grievances shall be dealt with in accordance with the Employment and Labour Relations (Code of Good Practice) Rules, 2007
5.0. DISCIPLINARY ACTION, PROCEEDINGS AND CRIMINAL OFFENCES
(a) Disciplinary action.
The Company reserves the rights to take disciplinary action against any employee who contravenes the disciplinary code, laws, operating policies, procedures, regulations and the terms and conditions of service including those contained in TTCL Human Resource Policies and Regulations.
(b) Instituting Disciplinary Action.
In taking disciplinary action against an employee, the management shall abide by the provisions of the Employment and Labour Relations (Code of Good Practice) Rules, 2007 and any other labour laws applicable and the Company’s Human Resource Policies and Regulations. To this effect, the management shall clearly show offences done and relevant provisions contravened in charging and disciplining the employee.
(C) Criminal Offences
Where an employee commits a disciplinary offence which is also a criminal offence and the Company intends to take disciplinary action against him/her it shall comply with the provisions of the relevant laws including reporting him/her to the relevant Government organs responsible for crime(s) handling.
5.0 DISCIPLINARY ACTION, PROCEEDINGS AND CRIMINAL OFFENCES
(a) Disciplinary action.
The Company reserves the rights to take disciplinary action against any employee who contravenes the disciplinary code, laws, operating policies, procedures, regulations and the terms and conditions of service including those contained in TTCL Human Resource Policies and Regulations.
(b) Instituting Disciplinary Action.
In taking disciplinary action against an employee, the management shall abide by the provisions of the labour laws and the Company’s Human Resource Policies and Regulations. To this effect, the management shall clearly show offences done and relevant provisions contravened in charging and disciplining the employee.
(c) Criminal Offences.
Where an employee commits a disciplinary offence which is also a criminal offence and the Company intends to take disciplinary action against him/her it shall .comply with the provisions of the relevant laws including reporting him/her to the relevant Government organs responsible for crime(s) handling
6.0. TTCL APPEAL ORGANS.
6.1. TTCL appeal organs shall be all those vested with powers and authority to employ and discipline employees.
6.2. An employee who is aggrieved of any disciplinary action taken against him/her by the employer through relevant disciplinary bodies shall appeal to such higher disciplinary bodies and that, shall in so doing report to the nearest available higher disciplinary body.
6.3. The appeal process under the above mentioned provisions shall only be applicable if they are not in contravention with the applicable Labour Laws in the country.
7.0. TERMINATION OF EMPLOYMENT.
7.1. Notwithstanding the circumstances described under 5.0 both parties recognize that every person has the right to work legally and earn living and therefore employee’s termination has to be done according to the Employment and Labour Relations Act No. 6 of 2004.
8.0. CHANGE OF RIGHTS AND CONDITIONS OF SERVICE.
8.1. Both parties are obliged to protect the rights and the conditions of employment in place for employees and either party may bring forth any matter in dispute for negotiations and determination.
9.0 AGREEMENT AND RECORD KEEPING
9.1 Any collective decision made by both Parties after negotiations shall be deemed to be an agreement and the meaning of an agreement shall also extend to include a disagreement where there is an agreement to disagree.
9.2 The negotiations done by both parties in their meetings shall be recorded during such meetings and such records shall be of two types as follows:
(i) Minutes of meetings shall be in brief and used as reference and shall be confirmed by the Council and signed by the Chairman and Secretaries of the Council.
(ii) Resolutions of meetings shall be in brief and be used as reference and shall be signed by the Chairman of the Council and the Spokespersons of both parties.
9.3 Every member has a duty to keep proper records of the minutes and resolutions of meetings, notwithstanding that the Secretaries of the Council are the ones responsible for keeping and maintaining proper records of the same.
10.0 CONFIRMATION OF THE AGREEMENT.
10.1 Any agreement reached in joint negotiations shall be binding and executed by the concerned parties from the agreed effective date, unless the executing parties state otherwise during negotiations and such state of things shall be expressly stated and agreed by the meeting;
10.2 If approval by the highest Authority of either party (the Board of Directors on the part of the Company) or (the .Central Committee on the part of TEWUTA) is required on any agreement by the parties its execution shall be done after such approval. Provided that the said authority has not made alterations, otherwise the relevant party of the two sides shall refer the matter to the Council meeting for further consultations and agreement.
10.3 Approval by the relevant body of an agreement reached should be prompt so as to avoid delay in the commencement of any agreement. Further, as provided under clause 10.2 the relevant bodies with powers to approve agreements of both parties are the Chief Executive Officer on behalf of the Company and the Secretary General on behalf of TEWUTA.
11.0 ANNEXTURE AS PART OF AGREEMENT.
All Annextures "A”, "B” and ”C” which are the Constitution of the Council, TTCL appointing and disciplinary authorities and Terms of reference for the Chairperson and Vice Chairperson of the Council attached to this Agreement shall be deemed to be part of this Agreement.
12.0 AMENDMENTS TO THE AGREEMENT.
12.1 Neither party has the powers or authority to amend any provisions in this Agreement.
12.2 Notwithstanding the preceding provision 12.1 any provision in this Agreement may be amended through mutual agreement by both parties;
12.3 Either party intending to amend any provision in this Agreement is obliged to give not less than 30 calendar days notice to the other party on such intention.
13.0. DISPUTE RESOLUTION
13.1.0. Where both parties cannot reach an amicable solution to a dispute, that dispute shall be dealt with in the following manner:
13.1.1. Either party in a dispute may refer the matter to the Commission for Mediation and Arbitration for such dispute to be dealt with in accordance with part VIII of the Employment and Labour Relations Act No.6 of 2004
13.1.2. Neither party shall report an industrial dispute without giving the other party a not less than 30 calendar days notice to that effect.
14.0. TERMINATION OF AGREEMENT
This Agreement shall be terminated under the following conditions:
14.1. If TEWUTA or the Company is dissolved or wound up.
14.2. If TEWUTA ceases from being recognized as the exclusive bargaining Agent of the Company employees pursuant to section 69 (1) of Employment and Labour Relations Act No. 6 of 2004.
14.3. Where any party in this Agreement is desirous to have it terminated provided that the party shall give a notice of a minimum of 60 calendar days to the other party of such intention accompanied with a reasonable cause to that effect.
15.0. AGREEMENT PERIOD
This Agreement commences on the date herein above mentioned and shall be in operation for 3 years unless amended in the manner so provided under paragraphs 8.1, 10.1 and 10.2 or is terminated in the manner so provided under articles 14.1, 14.2 and 14.3.
IN WITNESS HEREOF, the parties have signed and executed this Agreement in the manner as appers above.
……………………………………..…………………………………..TEWUTA SECRETARY GENERALCHIEF EXECTUTIVE OFFICERTANZANIA TELECOMMUNICATIONSCOMPANY LIMITED
……………………………………………………………………….TEWUTA CJICHEAD OF HUMAN RESOURCES
TANZANIA TELECOMMUNICATIONS COMPANYLIMITED
………………………………………………………………………TEWUTA CJIC MEMBERCOMPANY SECRETARY AND LEGAL COUNSEL
ANNEXTURE “A”
CONSTITUTION OF THE COUNCIL
1.0.0 NAME AND MEMBERSHIP:
1.1. Name: There is an established Council known as the TTCL Central Joint Industrial Council or CJIC in its acronym and its members shall be constituted from the Company and TEWUTA as shown under article 1.2.0 of this Constitution.
1.2.0. Membership:
The Council shall be constituted by the following members:.
1.2.1. Two Members (2) from TEWUTA Headquarters, one of them shall be the Secretary General of TEWUTA or his representative and who shall be the Spokesperson on behalf of the employees’ Side of the Council.
1.2.2. Eleven (11) other members from TEWUTA members in the Company who shall be nominated by TEWUTA through a procedure that deems fit.
1.2.3. One (1) member from the Company Management team who shall be nominated by the Company and shall be the spokesperson of the Management side of the Council.
1.2.4. Four (4) other members from the Company who shall be nominated by the Company from its Departments or Zones as the Company deems fit.
1.2.5. The Chairperson of the Council who shall not be an employee of either the Company or TEWUTA and shall be appointed by the Council itself. To avoid Council’s meetings from being convened without a Chairperson at times, there shall be a Vice Chairperson who shall be nominated and appointed in the same manner as the Chairperson and their duties and functions shall be as shown in Annexture "C”.
1.2.6 Tenure of office of the Chairperson and Vice Chairperson shall be three (3) years and that this shall be eligible for a further term of three (3) years. The Chairperson and Vice Chairperson may resign after giving a one month’s written notice of such intention to the Council. The Council may propose the resignation of the Chairperson or Vice Chairperson by giving a one month’s notice of such desire if their performance is not satisfactory.
1.2.7 Tenure of office to other members of the council shall be three (3) renewable years. However, under inevitable circumstances parties to this agreement may change one of its members before completion of three years provided that the other part is informed accordingly of the reasons for such a change.
1.2.8 The Council shall have a Secretary who will be nominated by the Chief Executive from the Management side. In addition, TEWUTA side shall also have a Secretary who will be collaborating, consulting and working with the Council’s Secretary on minutes writing, recording agreements, records keeping and meetings preparations. The two Secretaries shall not be members of the Council and shall have to be approved by the Council.
1.3 ATTENDANCE AT THE COUNCIL’S MEETINGS BY THE VICE CHAIRPERSON
For the purposes of enabling the Vice Chairperson to be conversant with all the Council’s proceedings, it is agreed that the Vice Chairperson shall attend all Council meetings. To this effect both the Chairperson and Vice Chairperson will be obliged to attend all council meetings.
2.0 OBJECTIVES OF THE COUNCIL
The objective of the Council is to forge, maintain and sustain cooperation and harmonious work relations between the Company, TEWUTA and employees through consultations and negotiations on matters highlighted in this agreement.
3.0 FUNCTIONS OF THE COUNCIL:
The functions of the Council shall be:
3.1 To negotiate and/or consult on all issues relating to employment rights, benefits, working tools and environment and Industrial Relations in the Company.
3.2 To negotiate on Schemes of Service, Salary Structure, Terms and Conditions of employment, Human Resource Policies, Guidelines and Regulations and Retrenchment Packages for the employees, training and education of employees.
3.3 To identify solutions to employees’ problems and complaints which need the attention of the Council.
3.4 To establish committees to undertake any special task of crucial importance to the Council.
3.5 To establish a working timetable for the Council and to review the agreements and the constitution periodically.
4.0 PROCEDURE OF THE COUNCIL:
4.1 The Council shall ordinarily meet at least quarterly in a year but may meet at any other time when there is an extraordinary or emergence matter upon mutual agreement by both parties.
4.2 All matters to be discussed by the Council in its ordinary meetings shall be forwarded to the Secretary of the Council within 21 calendar days before the meeting day. Any other matters shall be discussed only under any other business with the consent of the Chairperson and consideration by both parties.
4.3 The Council shall have the powers to establish committees that will deal with specified matters and the Vice Chairperson shall preside over such meetings. In establishing such committees both parties shall elect their representatives in equal number and the elected members shall be confirmed by the Council.
4.4 The Secretaries shall record all agreements reached by the Council and its Committees and these shall be read out before the Council and signed by the Spokesperson of each side and the Chairperson of the Council.
4.5 The signed agreements reached shall be forwarded to the Chief Executive of the Company and the Secretary General of TEWUTA for appropriate action.
4.6 Minutes of the council’s meetings shall be recorded by the Secretaries and its copies sent to the Chief Executive, the Secretary General and all Council members within 14 calendar days from the date of the meeting.
4.7 Members of the council shall treat each other with due respect. Any member who shall use abusive or insulting language against another member shall be guilty of gross misconduct and will be liable for disciplinary action in accordance with relevant labour laws of the land.
4.8 Allowance for the central Joint Industrial Council Member shall be borne by the Company as per the Company Staff Rules and Regulations as amended from time to time except for the members from TEWUTA Headquarters whose expenses shall be borne by TEWUTA.
4.9 The Constitution of the Council may be amended by the Council at its extra ordinary meeting. Any party intending to amend any provision in this Constitution is obliged to give a 30 calendar days notice to the other party on such intention.
5.0 SECRECY:
5.1 Every member of the council, shall all time be required to observe and adhere strictest secrecy to all mattes deliberated by the council and which came to his/her knowledge in the course of or during his/her membership of the council and that he/she shall not whether during or after his/her membership, without the consent of the council disclose, divulge, or make known to any person or persons whosoever any such information unless compelled to do so by Court of Law or other legal body.
ANNEXTURE “B”
1.0 THE APPOINTING AND DISCIPLINARY AUTHORITIES
1.1 The Board of Directors
Board of Directors shall exercise appointing and disciplinary authority in respect of Chief Executive Officer.
1.2 Chief Executive Officer shall exercise appointing and disciplinary authority in respect of Chief Officers and those Heads who reports direct to the Chief Executive Officer with the consent of Board of Directors.
1.3 The Chief Officers
Chief Officers shall exercise appointing and disciplinary authority in respect of Heads and Managers with the consent of the Chief Executive Officer as delegated by the Board of Directors.
1.4 The Heads
Heads shall exercise appointing and disciplinary authority in respect of the Sectional heads and line Supervisors with the consent of the respective Chiefs. Heads also shall exercise such authority in respect of all other employees below supervisory level with the advice of the Managers.
ANNEXTURE “C”
TERMS OF REFERENCE FOR THE COUNCIL’S CHAIRPERSON AND VICE CHAIRPERSON
1.0. Pursuant to Article 1.2.5 of the Constitution of the Council there shall be Chairperson and Vice Chairperson of the Council whose duties and responsibilities shall be as follows:
1.1. The Chairperson shall be presiding over the Council meetings and shall be responsible for maintaining order during the Council meetings.
1.2. The Chairperson shall be responsible for maintaining discipline during Council’s meetings and may order any Council member to walk out of the council meeting for a specified period of time when he is of the opinion that the presence of such a member in the meeting leads to disharmony or disruption of the Council business.
1.3. The Chairperson shall act as a mediator and shall strive to lead the parties to the Council to reaching an agreement in the event the parties fail to reach consensus.
1.4. Pursuant to clause 1.3 above the Chairperson where he/she thinks prudent and with the consent of spokespersons from both parties to the Council may adjourn the meeting to a later date to give the parties time to consult.
1.5. Chairperson of the Council shall be impartial and shall not at all time during his/her tenure of office side with any party to the Council in respect to any matters for the interest of such part or otherwise.
2.0. The Vice Chairperson of the Council shall be performing the following duties and responsibilities:
2.1. Assists the Chairperson in performing his/her duties and responsibilities.
2.2. In the event the Chairperson is absent the Vice Chairperson shall automatically assume duties and responsibilities of the chair.
2.3. Shall lead any committee established as under Article 4.3 of the Constitution
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